In one preferred embodiment according to the present invention, an automated résumé evaluation system is provided which accepts résumés in an electronic file format, evaluates those résumés according to a predetermined set of rules, then provides correspondence based on the outcome of the predetermined rules, which is sent back to the résumé submitter. Preferably, this predetermined set of rules is based on research, interviews, and surveys into the needs and desires of potential employers and recruiters.

1. A method for providing automated resume feedback comprising: executing resume evaluation software on at least one computer in communication with an electronic communications network; accepting an electronic resume with said evaluation software that has been transmitted over said electronic communications network; storing said electronic resume with said evaluation software; extracting unformatted resume text from said electronic resume with said evaluation software; providing a plurality of resume evaluation rules for evaluating resume organization and format characteristics that positively or negatively impacts communicating career information to a potential employer; analyzing with said evaluation software said unformatted resume text by a first resume evaluation rule from said plurality of resume evaluation rules and determining an outcome of said first resume evaluation rule; storing said outcome of said first resume evaluation rule with said evaluation software; analyzing with said evaluation software formatted resume text with a second resume evaluation rule from said plurality of resume evaluation rules and determining an outcome of said second resume evaluation rule; storing said outcome of said second rule with said evaluation software; creating a correspondence with said evaluation software comprising a body of text; said body of text comprising resume feedback and criticism based at least in part on said outcome of said first rule and said outcome of said second rule; and, transmitting said correspondence to said user via said electronic communications network.

2. The method of claim 1, further comprising extracting said formatted resume text from said electronic resume with said evaluation software.

3. The method of claim 1, wherein said formatted resume text is in a markup language.

4. The method of claim 1, wherein said plurality of resume evaluation rules comprises a rule to detect the presence of words and phrases contained in a lookup table; said lookup table containing vague words and phrases.

5. The method of claim 1, wherein said plurality of resume evaluation rules comprises a rule to determine the use of tables or textboxes.

6. The method of claim 1, wherein said plurality of resume evaluation rules comprises a rule to detect the use of career objective phrases.

7. The method of claim 1, wherein said plurality of resume evaluation rules comprises a rule to detect use of first person references within said electronic resume.

8. The method of claim 1, wherein said plurality of resume evaluation rules comprises a rule that utilizes regular expressions to match a set of strings.

9. The method of claim 1, wherein said plurality of resume rules comprises a rule to detect a resume format based on chronological format.

10. A method for providing automated resume feedback comprising: providing resume evaluation software on a computer readable media; executing said resume evaluation software on at least one computer; accepting an electronic resume with said evaluation software that has been transmitted over an electronic communications network; isolating unformatted text from said electronic resume with said evaluation software; providing a plurality of resume evaluation rules for evaluating resume organization and format characteristics that positively or negatively impacts communicating career information to a potential employer; analyzing with said evaluation software said unformatted text by a first resume evaluation rule from said plurality of resume evaluation rules and determining an outcome of said first resume evaluation rule; isolating formatted text from said electronic resume with said evaluation software; analyzing with said evaluation software said formatted text of said electronic resume with a second resume evaluation rule from said plurality of resume evaluation rules and determining an outcome of said second resume evaluation rule; creating a correspondence with said evaluation software; adding a first resume feedback statement to said correspondence based on said outcome of said first resume evaluation rule; adding a second resume feedback statement to said correspondence based on said outcome of said second resume evaluation rule; and, transmitting said correspondence to said user via said electronic communications network.

11. The method of claim 10, further comprising extracting said formatted resume text from said electronic resume with said evaluation software.

12. The method of claim 11, wherein said plurality of resume evaluation rules comprises a rule that utilizes regular expressions to match a set of strings.

13. The method of claim 10, wherein said plurality of resume evaluation rules comprises a rule to detect personal and career references.

14. The method of claim 10, wherein said plurality of resume evaluation rules comprises a rule to detect dates of employment older than a defined date.

15. The method of claim 10, wherein said plurality of resume evaluation rules comprises a rule to determine if long paragraphs are present.

16. The method of claim 10, wherein said plurality of resume evaluation rules comprises a rule to detect the presence of an email address.

17. The method of claim 10, wherein said plurality of resume evaluation rules comprises a rule to detect the use phrases directed to content other than a job seeker's tangible skills, accomplishments and background.

18. The method of claim 10, wherein said plurality of resume rules comprises a rule to detect date ranges containing no year.

19. A method for providing automated resume feedback comprising: providing resume evaluation software on a computer readable media; executing said resume evaluation software on at least one computer in communication with an electronic communications network; accepting an electronic resume with said evaluation software that has been transmitted over said electronic communications network; isolating unformatted text from said electronic resume with said evaluation software; providing a plurality of resume evaluation rules for evaluating resume structure and format characteristics that positively or negatively impacts communicating career information to a potential employer; analyzing with said evaluation software said unformatted text by a first resume evaluation rule from said plurality resume evaluation rules and determining an outcome of said first resume evaluation rule; isolating formatted text from said electronic resume with said evaluation software; analyzing with said evaluation software said formatted text of said electronic resume with a second resume evaluation rule from said plurality of resume evaluation rules and determining an outcome of said second resume evaluation rule; creating a correspondence with said evaluation software; adding a first resume feedback statement to said correspondence based on said outcome of said first resume evaluation rule; adding a second resume feedback statement to said correspondence based on said outcome of said second resume evaluation rule; and, transmitting said correspondence to said user via said electronic communications network.

BACKGROUND OF THE INVENTION

Commonly, job seekers have pursued job opportunities by submitting their résumé to prospective employers. Typically, a résumé seeks to inform a potential employer about the job seeker's skills, education, and job history.

While a job seeker may posses a skill set highly valued by potential employers, often these job seekers lack the ability to effectively communicate this information within their résumé. In other words, even the best-qualified candidate for a job can be overlooked if they submit a poorly written résumé.

In some situations, dozens of job seekers will submit their résumés for a single position. The increasing popularity of internet job boards such as Monster.com and Hotjobs.com has further increased the typical number of résumé submissions for a position into the hundreds.

At most, potential employers or recruiters reviewing the résumés for the position will spend only a few seconds on the initial review of each résumé to determine if the job seeker possesses any of the necessary qualifications for the job opening. If they do not immediately see the information they are looking for or if they find mistakes such as typographical errors or formatting problems, the résumé will often be immediately discarded.

Unfortunately, many job seekers are unaware of the shortcomings of their résumé. Currently, the best method for a job seeker to validate their résumé and understand its strengths and weaknesses is to enlist the help of a professional who possesses a good understanding of an effective résumé. However, these résuméprofessionals rarely begin reviewing résumé immediately and can sometimes take days. Further, their fees for the review service can be expensive, especially for a job seeker who has been unemployed for a particular length of time.

What is needed is a method of evaluating a job seeker's résumé that can provide feedback more quickly and with less expense than current résumé professionals.

OBJECTS AND SUMMARY OF THE INVENTION

It is an object of the present invention to overcome the limitations of the prior art.

It is another object of the present invention to provide a method of more quickly evaluating résumés.

It is yet another object of the present invention to provide a method of evaluating résumés with less expense.

It is yet another object of the present invention to provide a method of evaluating résumés without the need for a person to review the contents of the résumé.

It is another object of the present invention to provide an automated résuméevaluation system.

In one preferred embodiment according to the present invention, an automated résumé evaluation system is provided which accepts résumés in an electronic file format, evaluates or validates those résumés according to a predetermined set of rules, then provides correspondence based on the outcome of the predetermined rules, which is sent back to the résumé submitter. Preferably, this predetermined set of rules is based on research, interviews, and surveys into the needs and desires of potential employers and recruiters.

BRIEF DESCRIPTION OF THE DRAWINGS

FIG. 1 illustrates a flow chart of a preferred embodiment of an automated résumé evaluation method according to the present invention;

FIG. 2 illustrates a diagram of a preferred embodiment of a résumé evaluation system according to the present invention;

FIGS. 3A and 3B illustrate a flow chart of another preferred embodiment of an automated résumé evaluation method according to the present invention;

FIG. 4 illustrates a preferred embodiment of a résumé submission webpage according to the present invention;

FIG. 5 illustrates a résumé submitted in a preferred embodiment according to the present invention;

FIG. 6 illustrates a database entry created according to a preferred embodiment of the present invention; and

FIG. 7 illustrates a résumé evaluation correspondence created according to a preferred embodiment of the present invention.

DETAILED DESCRIPTION OF THE INVENTION

The present invention provides an automated résumé evaluation system which automatically accepts an electronic résumé from a user, evaluates that résumé for problems, and then communicates those problems as well as related advice back to the user. In this respect, the user receives automated feedback on their résumé without the need for costly and time-consuming human analysis.

FIGS. 1 and 2 illustrate a preferred embodiment of an automated résuméevaluation system 100 according to the present invention which provides an automated evaluation of a submitted résumé without that résumé being reviewed by another person.

As shown in step 110, a job seeker submits an electronic résumé 102 from a computer 101 to a remote server 103 over a communications network such as the internet. Preferably, the electronic résumé 102 is in a commonly used electronic format such as a Microsoft Word document, a text rich document, a text document, or an HTML document. While the electronic résumé 102 is preferably sent by a commonly used communication format such as email, FTP, HTTP or instant message, other transfer methods are also contemplated, such as by floppy disk, CD, or USB flash drive.

Since the remote server 103 may accept a large number of résumés, each electronic résumé 102 is preferably assigned a unique filename. For example, the filename may consist of a number based on the date of submission and additional random digits (e.g. YYYYMMDDHHMMSS+6 random digits.DOC). This unique file name also facilitates associating additional information with the electronic résumé 102, such as the job seeker's name, email address, original résumé filename, submittal date, unique filename, demographic information, and technical information regarding the job seeker's experience.

Next, the electronic résumé 102 is analyzed for problems, as shown in step 112. While the analysis does not require that the electronic résumé 102 be converted to a specific electronic file format, such a conversion may decrease the complexity of the analysis program by reducing unnecessary data in the electronic document. This document simplification can therefore increase the reliability of the software to open and accurately analyze the contents of electronic résumé 102.

For example, FIG. 2 illustrates file format conversion 104 that converts the electronic résumé 102 into Plain ASCII Text format 106 and Rich Text Format 105. In this regard, one representation is created that only contains the underlying text of the original electronic résumé 102 and lacks any pictures, embedded document data, or formatting such as bold text, italic text, or line spacing. The other representation retains the formatting of the original electronic résumé 102 in the relatively simple Rich Text Format, thereby simplifying the task of identifying which formatting and markup characteristics are present. Thus, the representation 105 in Rich Text Format can be analyzed for problems relating to formatting while the representation 106 in Plain ASCII Text format can be analyzed for problems relating to the content of the text of the electronic résumé 102. Preferably, both representations 105 and 106 are preferably separate files, however additional configurations are possible, such as storing both representations 105 and 106 in a single file, such as within a database.

Once any desired file conversions are performed on the electronic résumé 102, the automated résumé evaluation system 100 searches the document or documents for predetermined characteristics. In other words, the electronic résumé 102 is compared against a predetermined group of résumé rules. Preferably, these characteristics or rules may relate to aspects of the electronic résumé 102 that positively or negatively impact the effectiveness of the job seeker's résumé in communicating necessary information to a potential employer. For example, issues relating to text content, formatting, layout, and file naming may be analyzed.

When a predetermined characteristic is found, a corresponding response is retrieved from a table of predetermined responses 107, as seen in step 114. These responses preferably offer commentary, criticism, and other tips relating to the identified predetermined characteristic. Both the afore-mentioned characteristics and responses are discussed in greater detail later in this specification.

As indicated by step 116, the predetermined responses from table 107 are assembled into an evaluation message 108 which is converted into a final message and delivered back to the job seeker as indicated in step 118. For example, the predetermined responses are preferably assembled in the form of a traditional letter format, addressed to the job seeker, then converted to an email message which is sent to the job seeker's email address. Alternately, the evaluation message 108 may be printed to paper and sent via U.S. Mail, or by an alternative delivery service. Additionally, the evaluation message 108 may be converted to a cellular phone text message and sent to the job seeker's phone. On the other hand, the evaluation message may also be presented on a web page.

In this respect, the automated résumé evaluation system 100 accepts a job seeker's electronic résumé 102, analyzes the résumé, then provides feedback on the electronic résumé 102 without human analysis.

FIGS. 3A and 3B illustrate another preferred embodiment of an automatic résumé evaluation method according to the present invention. As indicated in step 128, the job seeker submits his or her electronic résumé 126, the example textual content of which can be seen in FIG. 5.

This submission is preferably facilitated by a résumé submission web page 160, which can be seen in FIG. 4. The résumé submission web page 160 is an electronic internet page that is programmed with such languages as Hyper Text Markup Language (HTML) or Active Server Pages, which can be viewed in a web browser.

The résumé submission web page 160 includes a résumé location text box 168 which provides a text box to manually input the location of the electronic résumé 126, such as on a hard drive of the job seeker's computer, or alternately browse to the location of the electronic résumé 126, causing the location to be automatically entered. In addition, the résumé submission web page 160 includes text boxes for providing additional data that may assist the résumé evaluation. For example, the job seeker's name is requested in text boxes 162, the job seeker's email is requested in text boxes 164 and 166. Additionally, the job seeker is requested to select a category in pull down box 170 that best describes their job background (e.g. administrative, medical, legal), their current job title in pull down box 172, and their current career level in pull down box 174. This additional information about the job seeker can be utilized during the evaluation to provide more accurate and relevant evaluation response. Alternatively, the résumé may be submitted via other mechanisms, such as by way of an email attachment or in the body of an email message.

Once the requested information has been provided on the résumé submission web page 160, the job seeker's information and electronic résumé 126 is uploaded to a remote server. As seen in step 130, a software module (i.e. a software program or part of a software program) examines the electronic résumé 126 to determine if it conforms to one of the document formats known to it, such as a Microsoft Word format or a Word Perfect format. For example, the type of document format may be determined by examining the extension of the document filename (i.e. “.doc”), or by examining the binary contents of the electronic file for known file format characteristics.

As described in step 132, the filename of the electronic résumé 126 is renamed to a unique file name. This is especially important since many job seekers may submit electronic résumés 126 with the same name, such as “résumé.doc”. To minimize the possibility of renaming the electronic résumé 126 to previously generated filename, the new résumé filename includes numbers derived from the year, month, day, hour, minute, and second of the submission of the electronic résumé 126 and further includes 6 additional randomly generated numbers. Thus, this naming scheme can facilitate handling a high number of electronic résumé submissions by ensuring that every submitted electronic résumé 126 will be assigned a unique filename.

Additionally, as described in step 134, another software module creates an entry in a job seeker database to store data about the job seeker and the job seeker's electronic résumé 126. FIG. 6 illustrates a representation of an example database entry 180. This database entry 180 includes some of the job seeker's information submitted through the résumé submission web page 160, such as the job seeker's name, email address, original filename of the electronic résumé 126, career level, and job title. Additional information relevant to the submission is also included, such as the date submitted and the IP address of the computer from which the electronic résumé 126 was submitted. Further, as the résumé evaluation continues, evaluation data and evaluation messages can be stored in the database entry 180, which will be used to create a résumé evaluation message.

Step 136 of FIG. 3A describes how the electronic résumé 126 is opened. Typically, when a computer file, such as the electronic résumé 126, is “opened” by a software program, this includes loading the contents of the document into the memory of the computer where it can be accessed and manipulated by that software program.

As described in step 138, a résumé rule database is opened, allowing access to a plurality of rules relating to the formatting, layout, and textual content of a résumé. Preferably, these rules are created based on research, interviews, and surveys into the needs and frustrations of hiring and recruiting professionals. Specific examples of these résumés rules can be found further on in this specification.

Turning now to FIG. 3B, the electronic résumés 126 is converted into a Rich Text Format Markup Language and a Text Only Format, as indicated in step 140. As previously described, conversion into a Rich Text Format Markup Language allows the document to be easily compared to a rule related to formatting and layout while conversion into a Text Only Format allows the document to be easily compared against a rule relating to the text content.

As step 142 indicates, a first rule from the résumé rule database is selected and compared to the appropriate version of the converted electronic résumés 126 (i.e. the electronic résumé 126 in Text Only Format or the in Rich Text Format). For example, one rule might search for the use of graphics or pictures within the electronic résumé 126. The outcome to this rule, as seen in step 144, is stored in the previously described entry 180 in the job seeker database of FIG. 6 for later use in constructing an evaluation message.

Once the outcome of the résumé rule is recorded in the job seeker database, the software module on the server determines if additional résumé rules are present in the résumé rule database, as seen in step 146. If an additional résumé rule is present, steps 142 and 144 are repeated until all résumé rules have been compared against the electronic résumé 126.

Each résumé rule is associated with one or more rule responses, preferably within the same résumé rule database, which provides feedback, criticism, or other comments. In some cases, only a single rule response is desired for a particular rule. For example, a résumé rule that looks for the undesirable presence of a table within the electronic résumé 126 may only require a rule response when such a table is present, but does not necessarily require a response when a table is not present. In other cases, multiple rule response may be desired for a particular rule. For example, a résumé rule that looks for an email address within the electronic résumé 126 may include one response commending when the email address is included, and another response highlighting the need to include an email address when the email address is not included.

Next, as indicated in step 146, the rule responses determined for a particular electronic résumé 126 are joined together in a single temporary electronic representation (e.g. data within memory or text stored within a database entry). Preferably, these rule responses are arranged in a desired order, enhancing the flow and logical progression. For example, the responses relating to formatting of the electronic résumé 126 can be presented first, while content related comments can be arranged to follow.

Next, selected personal data from the database entry 180 in the job seeker database is integrated into the temporary electronic representation. For example, the job seeker's name may be added as a salutation within the temporary electronic document.

As presented in step 150, a correspondence is generated that will be sent to the job seeker. This correspondence can be a blank email addressed to the job seeker, a text document that will be printed and sent by U.S. Mail, or a message that appears in a job seeker's web browser. The text of the temporary representation, i.e. the ordered rule responses and the integrated personal information are then copied into the correspondence document, as indicated in step 152. FIG. 7 illustrates such an email correspondence 182 which includes the text of the temporary document. Finally, as indicated in step 154, the email correspondence 182 is delivered or communicated to the job seeker. In this respect, the job seeker receives the email correspondence 182 which includes feedback (i.e. rule responses) to their electronic résumé 126 without the need for human review of the electronic résumé 126.

As previously discussed in this specification, predetermined résumé rules are automatically compared against a job seeker's résumé and the results of the résumé rule are used to select appropriate response to send back to the job seeker. Preferably, the résumé rules of a preferred embodiment of the résumé evaluation system apply conditional logic to the text, formatting and markup codes contained within the electronic résumé of the job seeker. Preferably, this conditional logic utilizes keyword searches and regular expression searches of the text and underlying formatting codes. Based on the positive or negative outcome of the keyword searches, it can be extrapolated that the electronic résumé either conforms with or violates one of the résumé rules. For example, if the electronic résumé contains the word “Objective” in the top ¼ of the résumé text, it can be assumed that the electronic résumé contains a “Career Objective”, which is undesirable to most recruiters and employers.

Some résumé rules utilize regular expression searching to model the syntax of the English language and therefore adapt to the many grammatical structures used in sentences. More specifically, regular expression searching typically utilizes symbols and syntax to match patterns in text. In this respect, a greater number of problematic sentences can be identified by including at least some grammatical structure within the search queries. An asterisk is commonly used with many search engines in this regard, for example letting a user search their computer for all word document by searching with the phrase “*.doc”.

In one example, vague sentences can be identified by creating a regular expression search, as seen in the sample Visual Basic code below. As seen, phrases such as “To find a meaningful job,” “To secure a great job,” and “To seek employment with a growth oriented company” would all be identified by this search and further, incorporated into the résumé rule response.

Example Résumé Rules

To further illustrate the résumé rules of the preferred embodiment described in this specification, sample résumé rules and the corresponding résumé rule responses are provided in Table 1 below. It should be understood that these example résumé rules can be coded as many different queries or expressions in a variety of different programming or scripting languages as is known in the art.

TABLE 1

Résumé Rule Name

Description

Résumé Rule Response

Uses Tables or Textboxes

Electronic Résumés should

″for your layout makes your

For Layout

not use tables to layout text.

résumé difficult to read on

This rule searches the

the computer screen.

markup code of the

Recruiters are not printing

document for the specific

résumés out anymore, so

formatting commands that

this is a big problem.″

create these elements.

Has Graphics and Pictures

Graphics and pictures in

″It's very frustrating for hiring

résumés inflate the file size

managers to read and

unnecessarily, cause

manage résumés when they

technical problems when

have graphical lines and

trying to post the document

pictures on them. This can

online or in a database, and

also cause a problem when

are unprofessional. This rule

you paste your résumé on a

searches the markup code of

job board or even when the

the document for the specific

résumé is archived in an

formatting commands that

employer's database.″

indicate the presence of

pictures.

Long and Dense Paragraphs

A résumé must be clear and

“Your résumé is too dense.

concise. Long and dense

Long paragraphs are hard to

paragraphs are unlikely to be

read, making it difficult for

read by a hiring professional.

your reader to skim your

This rule parses out each

résumé. Also, this makes it

paragraph in the document

impossible to customize your

and checks to see if the

résumé to each job posting

number of characters used

you send it to. Keep in mind

in the paragraph exceeds

that recruiters and hiring

the defined threshold.

managers have only 5 to 10

seconds to devote to each of

the hundreds of résumés

they get each day, so it is

imperative that you use

concise bullet-point phrases

to communicate to your

reader.”

Long Résumé

Hiring professionals greatly

″Recruiters receive hundreds

dislike long résumés. This

of résumés for each job

rule evaluates the document

posting, so they don't have

page length, determined

time to read a few pages of

during the document RTF

text just to figure out your

conversion process, and

background. Try to keep it

checks to see if the length

to two pages.″

exceeds 3 pages. This rule

also considers a document

too long when it exceeds a

specified number of

characters used.

Résumé Contains Vague

A résumé should not contain

Vague phrases like,

Phrases

vague and meaningless

[Example Sentence 1] do not

phrases - it need to stick to

communicate anything

the facts about a jobseeker's

meaningful about your

tangible skills,

background. Using more

accomplishments, and

substantial language will do

background. This rule

a much better job selling

determines if the résumé

yourself as a candidate for

contains vague phrases by

the job.″

identifying a common type of

vague phrase used in the top

¼ of many résumés.

Vague Language

A recent study shows that

″Words like [Example

over half of all résumés

Words] are too generic and

contain vague and imprecise

could be applied to nearly

language. A résumé must

any job seeker out there.

stick to the tangible facts

You would be much better

about a jobseeker's skills,

off by getting right to the

accomplishments, and

point and presenting your

background. The following

skills and accomplishments,

rule contains a dictionary of

because this type of

commonly used vague

language will not sell you as

language and performs a

a candidate for the job.″

keyword search to determine

whether any of the keywords

are found. In the evaluation

response, the system cites

up to three of the vague

keywords found.

First Person References in

A résumé is a formal

″First person references

Résumé

business communications

make your résumé much

and should not contain any

more verbose than

first person references, such

necessary. It's best to avoid

as “I am,” “I was,” “I have,”

using words like ″″I am . . . ″″

etc. This rule performs a

and ″″I was . . . ″″ because you

regular expression search

don't want your résumé to

for first person references.

become a ″″what I did last

The rule also performs a

summer essay.″″″

keyword search for words

and phrases commonly

found in a cover letter.

Occasionally, job seekers

include a cover letter, in

which first person references

are acceptable, within the

same document as their

résumé. When a cover letter

is suspected, the appropriate

evaluation response is not

triggered.

Poor Filename Choice

In a recent study, over half of

″Naming your document

all résumé documents were

[Résumé Filename] might

found to be named some

work on your own computer,

minor variation of

but imagine a recruiter

“Résumé.doc.” The problem

getting hundreds of files per

is that recruiters and hiring

day without their job seeker's

professionals receive

names on them. Don't risk

hundreds of résumés per

your résumé getting lost

day, creating numerous

forever on a recruiter's hard

problems when they all have

drive.″

similar names. The best

advise is to put your full

name in the document

name. This rule performs a

regular expression search on

the document filename to

determine if it contains a

minor variation of

“Résumé.doc,” such as “My

Résumé.doc” or

“Résumé2.doc.” If that

search returns nothing, then

the rule next checks to see if

the job seeker's last name is

contained in the document

filename.

Résumé format based on

Occasionally, job seekers

″The biggest problem with

skill function, instead of

organize their résumé

your résumé is that it's

Chronological format

according to job or skill

impossible to figure out

function, instead of the

WHERE and WHEN you did

traditional reverse

the things described here.

chronological format. Hiring

Employers want to see your

professionals greatly dislike

skills and accomplishments

the functional format,

in the context of where and

because it makes it

when you did them.″

impossible to see those skills

and accomplishments in the

context of where and when

they were performed.

Résumé doesn't contain the

Email is the primary

″Where is your email

job seeker's Email address

communication tool for most

address? This is the primary

recruiters. All electronic

means of communication for

résumé documents must

recruiters, so don't make it

have an email address. This

difficult for them to contact

rule performs a keyword

you.″

search for the “@” character

which must be present in all

email addresses. If the “@”

character is found, then it is

assumed that the résumé

does contain an email

address.

Résumé Contains Hobbies/

Personal hobbies and

″Don't waste precious real

Interests

interests do not belong on a

estate on your résumé

résumé, yet a recent study

talking about your personal

shows that over 20% of

interests that have nothing to

résumés contain them. This

do with the position you are

rule performs a keyword

seeking. You always want

search in the lower ⅓ of the

people to evaluate you

résumé for a section entitled

based on your skills and

“hobbies” or “interests.” If

background. Remember,

those keywords are not

this isn't a dating profile.″

found, the rule then performs

a keywords search in the

lower ⅓ of the document

for common hobbies, such

as “golf” or “skiing.”

Résumé Contains Personal

Résumés should not contain

″Personal information about

Information

personal information, as it is

yourself or your family

seldom appropriate in a job

should not be on your

search. This rule searches

résumé. Personal info can

for references to personal

only hurt you and has no

information, such as “my

place on a résumé.″

family” or “date of birth.” It

also performs a regular

expression search for a

series of numbers matching

a social security number

(\d\d\d-\d\d-\d\d\d\d).

Résumé Contains a Career

A résumé should always

″You have an objective that

Objective

focus on addressing what a

doesn't say anything about

particular employer is

who you are or what you do.

looking for in a candidate.

Your reader is not interested

However, traditionally, job

in what you WANT to do -

seekers begin their résumé

they need to see what

with a statement of their

you've actually done so they

“career objectives,” which

can determine if you're a

has very little interest to

good candidate for the job.

hiring professionals. This

You have literally seconds to

rule performs a keyword

convince a potential

search in the top ⅓ of the

employer that they need an

résumé for the word

employee with your skills

“objective.” If this word is

and background, so you

found, the rule assumes that

must use the top ¼ of your

what follows the word

résumé to sell yourself more

“objective” is the job seeker's

effectively.″

career objective.

Résumé Was Pasted From

Some job seekers paste

″It looks like you are using a

Monster.com

their résumé template from

Monster résumé template.

the web site of Monster.com

This is a poorly designed

into a word processing

résumé format. Recruiters

document. The

and hiring managers find

monster.com template

these difficult to read and will

format has many

always ask you for a better

shortcomings, not to mention

version of your résumé.″

the formatting issues that

occur when pasting from a

web page into a document.

This rule performs a keyword

search for words and

phrases that could suggest

that this is a Monster.com

résumé template.

Monster.com templates also

contain graphical elements,

so if the rule determines that

it is a Monster.com template,

it suppresses the rule

pertaining to graphics in

résumés.

A Microsoft Word Résumé

Several common résumé

″Your contact info is poorly

Template was used

templates are available in

presented. This is a very

Microsoft Word. Each of

important part of you

these present their own

résumé, so make it easy to

unique formatting and layout

find and read on the

issues that cause problems

computer screen.″

for hiring professionals, such

as poor fonts, tables, and

text boxes. This rule

performs a search of the

document's rich text markup

text identify if one of these

templates was used.

Depending upon which

template is found, the rule

can infer that the associated

problems are present in the

résumé, such as poor

presentation of contact info

or poor font choice.

Résumé Has Actual Names

It is never advisable for job

″There is no need to list your

and Telephone Numbers of

seekers to include the

references on your résumé.

Employment References

names and telephone

You don't want a potential

numbers of professional and

employer to call them before

personal references in a

you have interviewed with

résumé before they are

the company. You need to

requested. This rule

be able to tell your

attempts to identify a section

references to expect a

of the résumé entitled

particular employer to give

“References,” then performs

them a call.″

regular expression searches

to see if names and

telephone numbers are listed

in that section.

Résumé lists very old

Hiring professionals are

″There is no need to go into

Employment in detail

primarily interested in recent

detail about older

employment on a résumé,

employment. It's only the

meaning anything within the

last 5-10 years that an

last 5 to 10 years. This rule

employer wants to see on a

identifies the previous

résumé. The want to know

employers listed on the

what you've been doing

résumé, evaluates the last

lately.″

date the job seeker was

employed there, and

evaluates how much

descriptive text the job

seeker wrote under this

employer.

Password Protected

Occasionally, job seekers

″This document is password

Document

inadvertently submit

protected. Recruiters get

documents that are

hundreds of résumés per

password protected. This

day -- don't expect them to

rule determines if the

tell you that they can't open

document is password

your document. Please

protected based upon errors

send us a file that we can

that are generated during the

open.″

rich text conversion process.

In an alternative preferred embodiment according to the present invention, a process similar to those described above may be performed on a user's computer by downloading a program (such as a program in the Java programming language) from a web server. In this respect, the evaluation of the user's résumé can be performed directly on the user's computer. Further, the résumé evaluation software can be installed by CD, DVD, or other disk on the user's computer, allowing the user to similarly evaluate a résumé on their personal computer. By installing the résumé software on the user's computer, the user may also perform multiple résumé evaluations, such as in automatically processed batches. This batch processing may be especially desired for a business that charges for résumé evaluations.

While the preferred embodiments described in this specification have been mostly described in terms of providing an overall evaluation of a résumé, the present invention may also be used to evaluate or validate a single criteria and generate a response based on the outcome of that rule. For example, a single résumé rule can be used to evaluate or validate an electronic résumé file uploaded to a server through a website. This server may apply, for example, a résumé rule that searches the electronic résumé for dates of employment. If no dates are present, if the dates are vague or are in a difficult to read format, a message can be sent back to the user indicating that their employment dates are not present or are not in a standard format.

At times in this specification, the preferred embodiments have been described in terms of steps, especially in relation to the flow charts of the Figures. However, this language should not be interpreted to necessarily limit an order in which these steps must occur. For example, the step 132 of assigning a unique filename to the electronic résumé 126 may occur after step 134 in which a database entry for the electronic résumé 126 is created.

Although the invention has been described in terms of particular embodiments and applications, one of ordinary skill in the art, in light of this teaching, can generate additional embodiments and modifications without departing from the spirit of or exceeding the scope of the claimed invention. Accordingly, it is to be understood that the drawings and descriptions herein are proffered by way of example to facilitate comprehension of the invention and should not be construed to limit the scope thereof.

Code Example 1

Private Function FindVagueSentence(ByVal VagueSentenceText

As String) As String

Dim RegExp As RegExp, RTFMatches As MatchCollection,

RTFMatch As Match

Dim VerbA1 As String, NounA1 As String, VerbB1 As String

‘ top ¼ of résumé

VagueSentenceText = Left(VagueSentenceText,

(Len(VagueSentenceText)/4))

‘ Dictionary of Verbs found a the begining of these vague sentences

VerbA1 = VerbA1 & “work” & “|”

VerbA1 = VerbA1 & “contribute” & “|”

VerbA1 = VerbA1 & “use” & “|”

VerbA1 = VerbA1 & “obtain” & “|”

VerbA1 = VerbA1 & “acquire” & “|”

VerbA1 = VerbA1 & “seek” & “|”

VerbA1 = VerbA1 & “find” & “|”

VerbA1 = VerbA1 & “further” & “|”

VerbA1 = VerbA1 & “secure” & “|”

VerbA1 = VerbA1 & “utilize” & “|”

VerbA1 = VerbA1 & “expand” & “|”

VerbA1 = VerbA1 & “maximize” & “|”

VerbA1 = VerbA1 & “advance” & “|”

VerbA1 = VerbA1 & “build” & “|”

VerbA1 = VerbA1 & “drive” & “|”

VerbA1 = VerbA1 & “train” & “|”

VerbA1 = VerbA1 & “gain” & “|”

VerbA1 = VerbA1 & “succeed” & “|”

VerbA1 = VerbA1 & “progress” & “|”

VerbA1 = VerbA1 & “provide” & “|”

VerbA1 = VerbA1 & “accomplish” & “|”

VerbA1 = VerbA1 & “join” & “|”

VerbA1 = VerbA1 & “perform” & “|”

VerbA1 = VerbA1 & “improve” & “|”

VerbA1 = VerbA1 & “ensure” & “|”

VerbA1 = VerbA1 & “give” & “|”

VerbA1 = VerbA1 & “begin” & “|”

VerbA1 = VerbA1 & “service” ‘ Last on can't have “|”

NounA1 = NounA1 & “position” & “|”

NounA1 = NounA1 & “advancement” & “|”

NounA1 = NounA1 & “field” & “|”

NounA1 = NounA1 & “career” & “|”

NounA1 = NounA1 & “job” & “|”

NounA1 = NounA1 & “employment” & “|”

NounA1 = NounA1 & “company” & “|”

NounA1 = NounA1 & “organization” & “|”

NounA1 = NounA1 & “environment” & “|”

NounA1 = NounA1 & “experience” & “|”

NounA1 = NounA1 & “expertise” & “|”

NounA1 = NounA1 & “career” & “|”

NounA1 = NounA1 & “atmosphere” & “|”

NounA1 = NounA1 & “commitment” & “|”

NounA1 = NounA1 & “goal” & “|”

NounA1 = NounA1 & “industry” & “|”

NounA1 = NounA1 & “profession” & “|”

NounA1 = NounA1 & “responsibility” & “|”

NounA1 = NounA1 & “growth” & “|”

NounA1 = NounA1 & “management” & “|”

NounA1 = NounA1 & “background” & “|”

NounA1 = NounA1 & “knowledge” ‘ Last on can't have “|”

Set RegExp = CreateObject(“VBScript.RegExp”)

RegExp.Global = True

RegExp.IgnoreCase = True

RegExp.MultiLine = True

‘ 1st Vague sentence syntax

ReqExp.Pattern =

“To\s?(” & VerbA1 & “) [\S\x20]{10,120}?(” & NounA1 & “)”

Set RTFMatches = RegExp.Execute(VagueSentenceText)

If RTFMatches.Count > 0 Then

FindVagueSentence = RTFMatches.Item(0).Value

End If

If FindVagueSentence <> “” Then Exit Function

‘ Matches without the word “To” run into problems with words

‘like “work” and “use” - this could describe work experience

VerbB1 = VerbB1 & “contribute” & “|”

VerbB1 = VerbB1 & “obtain” & “|”

VerbB1 = VerbB1 & “acquire” & “|”

VerbB1 = VerbB1 & “seek” & “|”

VerbB1 = VerbB1 & “further” & “|”

VerbB1 = VerbB1 & “secure” & “|”

VerbB1 = VerbB1 & “utilize” & “|”

VerbB1 = VerbB1 & “expand” & “|”

VerbB1 = VerbB1 & “advance” & “|”

VerbB1 = VerbB1 & “gain” & “|”

VerbB1 = VerbB1 & “succeed” & “|”

VerbB1 = VerbB1 & “progress” & “|”

VerbB1 = VerbB1 & “provide” & “|”

VerbB1 = VerbB1 & “accomplish” & “|”

VerbB1 = VerbB1 & “join” & “|”

VerbB1 = VerbB1 & “perform” & “|”

VerbB1 = VerbB1 & “improve” ‘ Last on can't have “|”

‘ 2nd Vague sentence syntax

RegExp.Pattern =

“\b(“ & VerbB1 & ”) [\S\x20]{15,120}?(“

& NounA1 & ”)”

Set RTFMatches = RegExp.Execute(VagueSentenceText)

If RTFMatches.Count > 0 Then

FindVagueSentence = RTFMatches. Item(0).Value

End If

If FindVagueSentence <> “” Then Exit Function

‘ 3rd Vague sentence syntax

RegExp.Pattern =

“Seeking[\S\x20]{1,30}(career|position|work)[\S\x20]{30,

120}(advancement|skills|experience|expertise)”

Set RTFMatches = RegExp.Execute(VagueSentenceText)

If RTFMatches.Count > 0 Then

FindVagueSentence = RTFMatches.Item(0).Value

End If

If FindVagueSentence <> “” Then Exit Function

‘ 4th Vague sentence syntax

RegExp.Pattern = “a

position[\S\x20]{5,40}(career|position|work)[\S\x20]{15,

120}(advancement|skills|experience|expertise)”

Set RTFMatches = RegExp.Execute(VagueSentenceText)

If RTFMatches.Count > 0 Then

FindVagueSentence = RTFMatches.Item(0).Value

End If

If FindVagueSentence <> “” Then Exit Function

End Function

If VagueSentence = True Then

EvaluateRésumé = EvaluateRésumé & “Vague phrases like, ”“” &

VagueSentenceString & “...”“ do not communicate anything

meaningful about your background. Using more substantial language will